Human Relation Approach: A Case Study

“Classical approach seeks to regulate behaviour of workers through the removal of their control over the work process, the increased division of labour, work standardisation, close supervision and financial incentives.” (Burnes, 2014). In the nineteenth century many managers saw there is a need to remove the ‘rule-of-thumb’ theory and replace it with a more company-wide approach which could have worker’s behaviour in absolute control. A new approach was introduced and it was called the Classical Approach (CA). ‘CA’ was introduced in order for improvement in worker’s performance and intensify their competitiveness. It was an approach to view a company as machines and workers as parts that stimuli the machine into action and it was introduced

In 1920s, Elton Mayo introduced the Human Relation Approach (HRA) who has a different view on the ‘CA’ who treated people like robots and motivate them with money only. ‘HRA’ believe in that humans are “emotional rather than economic, social system than mechanical ones and organizations are composed of informal structures, rules and norms as well as formal practices and procedures” (Burnes, 2014). This means that Mayo believe in meeting their worker’s social needs would increase in its quality outcome of work rather than controlling them like ‘muppets’ to work for the organization, where Taylor

Abraham Maslow’s hierarchy of needs basically explains the five levels of needs for a human to function e.g. physiological, safety, social, esteem and self-actualisation needs. If the basic needs (physiological) are satisfied then other needs need to be satisfied too. Until all needs are satisfied then the employee can work to its potential. McGregor’s Theory X and Theory Y are a guide for managers to know what employees like and dislike in a company based on assumptions about human nature. By having more knowledge on their employee’s emotions/feelings, they can brainstorm a way to reach their